Three Minutes of Advice On Social Networks For Recruiters

You’ve read about them. You’ve heard about them at conferences. Glenn Gutmacher did a webinar (still available, scroll down) on them. In fact there’s even an entire conference dedicated to corporate social networks.

With the growing number of providers, starting a private label corporate network or participating in a MySpace or Facebook is about as easy as launching a blog. And just like a blog, social networks need thought, planning and work to be successful.

“It’s important,” says Karen Lash, regional director / interactive strategy at TMP Worldwide, “when you are engaging with the social networks that you do have a strategy.”

Article Continues Below

So what sorts of things should a recruiter consider before launching a corporate network? We asked Lash and Ryan Esits, senior vice president a chief talent strategist at NAS Recruitment, for their advice. Here, in 2 minutes and 48 seconds, are the basics:

John Zappe is the editor of TLNT.com and a contributing editor of ERE.net. John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.

Topics

2 Comments on “Three Minutes of Advice On Social Networks For Recruiters

  1. Karin’s comments about keeping alumni are right on. Another good reason to keep good relationships with Alumni – primarily retiring alumni in this example – is to continue to leverage the knowledge of the retiring workforce. Using social media to keeping retired alumni engaged provides the opportunity to do so.

Leave a Comment

Your email address will not be published. Required fields are marked *